Organisation Deve...
Follow
Find
16.6K views | +15 today
 
Rescooped by David Hain from Cuppa
onto Organisation Development
Scoop.it!

A Quick Guide to Blooms Taxonomy

A Quick Guide to Blooms Taxonomy | Organisation Development | Scoop.it
I don' think you would want to miss the graphic below, that 's what I thought to myself when I first came across it in elearning industry.I must acknowledge that this one here is one of the best...

Via Jon Samuelson, Christine Heine
David Hain's insight:

Useful and all in one place...

more...
No comment yet.
Organisation Development
Developing healthy organisations
Curated by David Hain
Your new post is loading...
Your new post is loading...
Scooped by David Hain
Scoop.it!

The 10 Principles of Organizational DNA

The 10 Principles of Organizational DNA | Organisation Development | Scoop.it
Anyone who’s celebrated a significant work anniversary knows just how a company can change over the years—who has a seat at the table, what customers expect, the most coveted skills. But there’s just as much that stays the same: what your brand stands for, the shared lexicon, your unique culture. We use the term organizational DNA as a metaphor for the underlying organizational and cultural design factors that define an organization’s personality and determine whether it is strong or weak in executing strategy.
David Hain's insight:

"No matter how pernicious a performance problem may seem, other companies have faced it before." ~ Strategy&.  Good article on org DNA.

more...
Kenneth Mikkelsen's comment, October 30, 5:47 AM
The framework is interesting, David. Using parts of it in the compass :-)
David Hain's comment, October 30, 6:26 AM
Not surprised, thanks for the other article! :-))
Miklos Szilagyi's curator insight, October 30, 8:54 AM

Interesting... (always like these creative enveloppings...:-))) as if this was something really special... sometimes it helps to remember though...).

 

I would use (organisational) "Culture" for the "Norms", I would not leave out "alignment" (Sic...) and if I had some time, I think, I could make some more such remarks but basically I like the idea...:-)))

Scooped by David Hain
Scoop.it!

Customer Support is More Than High Scores

Customer Support is More Than High Scores | Organisation Development | Scoop.it

Even great data cannot guarantee good decision-making; without context, data is meaningless.

True for many metrics within a company, but also true for the behavior of its employees. Specifically, your support department starts to look a lot like a decrepit 80’s arcade if “high scores” become the measure of success.

That is the underlying problem with customer satisfaction ratings and the gamification of employee behavior as a whole—the goal is no longer happy customers, but a better happiness report. The goal isn’t the goal; the metric is the goal.

David Hain's insight:

The story metrics can't tell!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Are you a member of the Learning Police? !!

Are you a member of the Learning Police? !! | Organisation Development | Scoop.it
In my view L&D’s role is to enable and support all kinds of learning in the workplace – not to try and control it all. I often hear things that sound a bit like this !!!!
David Hain's insight:

Prescient warning to L&D from Jane Hart. Get with the social learning programme!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Here’s Why Good Employees Quit

Here’s Why Good Employees Quit | Organisation Development | Scoop.it
Ultimately the culture of an organization determines the scope of employee retention efforts which requires strategic decision making and planning. But to get good employees to stay, it’s simple; ask them what it will take. If you see someone doing great work, recognize it and reward it but don’t’ forget to find out how you can empower them to continuously deliver.
David Hain's insight:

You do exit interviews. But do you do retention interviews? Why not?

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Cultural transformation only comes with personal transformation

Cultural transformation only comes with personal transformation | Organisation Development | Scoop.it

In a survey of top leaders by Booz and Company last year 84% said culture was critical to success and yet the majority admitted their culture was in need of a major overhaul. So, how do you transform a culture to meet your company’s needs today? How can you get employees or teams to behave the way you need them to execute your strategies and enhance your performance as well as your employee engagement and the customer experience? How do you get the innovation and agility you need in fast-changing markets? How do you get the cross-organizational collaboration that makes one plus one equal three?

David Hain's insight:

Culture change starts with you - and me!

more...
Miklos Szilagyi's curator insight, October 28, 10:29 AM

Ed Schein... ca va de soi...

Rescooped by David Hain from Knowledge Broker
Scoop.it!

Adversaries to Allies

Nadine B. Hack defies the conception that seemingly opposite ideas can't work together by revealing the power of your humanity. A master bridge-builder, who has worked with Nelson Mandela and other leaders from all sectors, Nadine has turned adversaries into allies throughout the world.


Via Kenneth Mikkelsen
David Hain's insight:

Excellent insight on how to build the bridges we desperately need to meet today's wicked challenges. www.beCause.net for more.

 

more...
Kenneth Mikkelsen's curator insight, October 24, 11:17 AM

Nadine's unique framework Strategic Relational Engagement (SRE™) is based on decades of real-life success in bringing together diverse stakeholder to find common ground and achieve great goals.


Scooped by David Hain
Scoop.it!

Safe Enough to Fail: How Leaders Can Encourage Risk-Taking and Innovation

Safe Enough to Fail: How Leaders Can Encourage Risk-Taking and Innovation | Organisation Development | Scoop.it
Sara Blakely, the billionaire founder of Spanx, a women’s shapewear company, tells an interesting story about how she learned to appreciate the value of smart risk-taking. When she was a child, her dad would ask her brother and her the same question every Friday evening at the dinner table: “What have you failed at this week?”
Sara says that her father’s weekly question set forth an expectation in her mind: To excel in life and work, you have to extend yourself—even to the point of failure. Now Sara carries that lesson forward in the way she reacts to employees’ mistakes at work. She notes that when people make mistakes at Spanx, especially when those mistakes shed light on a new business insight, she is never disappointed. Instead, she goes up to these employees and gives them a high five.
David Hain's insight:

How to promote innovation and smart risk-taking by author of Leaders Open Doors  @btreasurer.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

What is Integrity? Beyond "I'll Know It When I See It"

What is Integrity? Beyond "I'll Know It When I See It" | Organisation Development | Scoop.it
During the recent 2014 NeuroLeadership Summit, Jamil Zaki (an Assistant Professor of Psychology at Stanford) talked about an interesting experiment the Stanford Neuroscience Lab did. The team took a large number of Fortune 100 statements of company values and generated a word cloud from them to see which word would appear most often. Which word was it? Integrity was the most frequently used word. This experiment reveals a general agreement that integrity is important, but what exactly does it mean? People may understand it in very different ways.
David Hain's insight:

Integrity is popular in value statements, but what does it mean? Are you clear in your organisation?

more...
No comment yet.
Scooped by David Hain
Scoop.it!

But First, A Single Source Of Business Truth

But First, A Single Source Of Business Truth | Organisation Development | Scoop.it
Mature talent analytics and positive business outcomes come to those who master their data, and, again according to Bersin, the 14% of companies that have invested in data-focused HR far outperform those that haven’t.
David Hain's insight:

“He picks up scraps of information
He’s adept at adaptation
Because for strangers and arrangers
Constant change is here to stay…”

—Neil Peart (musician and writer), “Digital Man”

more...
No comment yet.
Scooped by David Hain
Scoop.it!

The 10 Pillars To Creating a Personal Brand in a Digital World

The 10 Pillars To Creating a Personal Brand in a Digital World | Organisation Development | Scoop.it
For many people their career can be their primary building block that provides major personal meaning and purpose outside of their family. Lose your job and the question is asked, “Who am I?” or “Why do I exist?

Being made redundant at 40 0r 50 can raise many doubts about life and its purpose. Being fired due to bad economic conditions, company failure or a political power play can be life shattering for many.

Should your life be so defined?

It’s as if you handed your life to the boss or the company that hired you. That is a scary place to be and can be avoided.

Building a personal digital brand can be done in parallel to your job and career.
David Hain's insight:

Authoritative advice for 21C life from Jeff Bullas.

more...
David Hain's curator insight, October 20, 7:29 AM

Authoritative advice for 21C life from Jeff Bullas.

donhornsby's curator insight, October 20, 7:47 AM

Building a personal digital brand can be done in parallel to your job and career.

Rescooped by David Hain from Designing design thinking driven operations
Scoop.it!

Intertwingled: Information Changes Everything :: UXmatters

Intertwingled: Information Changes Everything :: UXmatters | Organisation Development | Scoop.it

“Culture is a powerful, hidden force, highly resistant to change. That’s why, to make systems better, we must start by mapping culture."


Via yannick grenzinger, Fred Zimny
more...
Scooped by David Hain
Scoop.it!

7 Ways to Help You Recognize Your Calling | Maria Shriver

7 Ways to Help You Recognize Your Calling | Maria Shriver | Organisation Development | Scoop.it
RT @mariashriver: Have you found your calling? Architect of Change @tarasophia has 7 tricks for recognizing it: http://t.co/crvouEVTAe
more...
No comment yet.
Scooped by David Hain
Scoop.it!

Reboot Your Board and Your Organization with Appreciative Inquiry

Reboot Your Board and Your Organization with Appreciative Inquiry | Organisation Development | Scoop.it
Reboot your board & your organization w a new approach: appreciative inquiry http://t.co/yNaXHahxMc #assnchat http://t.co/tjnMyt5BGX
more...
No comment yet.
Scooped by David Hain
Scoop.it!

All Things Workplace: What Is In Your Unspoken Contract?

All Things Workplace: What Is In Your Unspoken Contract? | Organisation Development | Scoop.it
When you signed on with your current employer you probably discussed:

Salary, benefits, corporate vision, the marketplace, performance expectations.

Chances are you won't  become really upset as a result of any of those items changing a bit. It's the ones you assumed to be true that will come back to haunt you.

You'll become disenchanted as a result of someone breaking the implicit contract .

The contract that you created in your own mind. Visible only to you.
David Hain's insight:

What is your unspoken, implicit contract? How did your employer's reputation and industry culture contribute to that? ~ Steve Roesler

more...
No comment yet.
Rescooped by David Hain from Executive Coaching Growth
Scoop.it!

Is There Really a War For Talent, or Are We Just Paying Lip Service to That?

Is There Really a War For Talent, or Are We Just Paying Lip Service to That? | Organisation Development | Scoop.it
Accenture’s 2014 College Graduate Employment Survey compares the expectations and perceptions of 2014’s university graduates with the realities of the working world according to both 2012 and 2013 graduates.

Via Ron McIntyre
David Hain's insight:

It's a great soundbyte, if a little dated now, but does the War for Talent mean anything?

more...
Ron McIntyre's curator insight, October 29, 11:06 AM

Some interesting insights on expectations!  Personally I believe it is the latter.

Scooped by David Hain
Scoop.it!

Stop Measuring Customer Satisfaction | LinkedIn

Stop Measuring Customer Satisfaction | LinkedIn | Organisation Development | Scoop.it

Start measuring and analyzing the customer’s experience. Customer experience analysis is different from customer satisfaction because it helps you walk the same path as your customer.

David Hain's insight:

Introducing the Buyer's Journey - how to find your customer's voice. Easier to get more from existing customers than find new ones!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

The Science Museum has chosen a brilliant name for their staff members

The Science Museum has chosen a brilliant name for their staff members | Organisation Development | Scoop.it
It's one word, and it tells you an enormous amount about the organisation and the way it runs.
David Hain's insight:

I wouldn't mind being an explainer!

more...
No comment yet.
Rescooped by David Hain from Happy at work, you're kidding ?
Scoop.it!

The post-hierarchical organization

The post-hierarchical organization | Organisation Development | Scoop.it

The way we manage our organizations is largely ineffective for the complex challenges we face, whether driven by the environment, demographics, economics, or politics.

Hierarchies assume that management knows best and that the higher up the hierarchy, the more competent and knowledgeable that person is. But hierarchies are merely centralized networks. They work well when information flows mostly in one direction: down. Hierarchies are good for command and control. They are handy to get things done in small groups. But hierarchies are rather useless to create, innovate, or change. Hierarchies are ineffective when things get complex.


Via John Lasschuit ®™, hvdk
David Hain's insight:

Why heirarchies (mostly) no longer cut it!

more...
John Lasschuit ®™'s curator insight, October 24, 5:32 PM

By Harold Jarche. The post #hierarchical organization.

Scooped by David Hain
Scoop.it!

9 Ways You Can Keep Your Employees Happy And Engaged

9 Ways You Can Keep Your Employees Happy And Engaged | Organisation Development | Scoop.it
Helping your employees prosper—keeping them informed and showing them appreciation and respect—is worth your time.
David Hain's insight:

More soul and sense from @LollyDaskal.  The secret sauce is in the soul!

more...
donhornsby's curator insight, October 24, 9:19 AM

(From the article): Happy employees are engaged employees. They know that who they are and understand that what they do matters to the organization.

 

Helping your employees prosper—keeping them informed and showing them appreciation and respect—is worth your time.

Claude Emond's curator insight, October 25, 9:57 AM

Happiness and Engagement go hand in hand! Happy people are engaged people. Engaged people usually have a clear purpose, and a clear purpose gives sense to your work and make you happy ! You can't lead unhappy, unengaged people !

Claude Emond's comment, October 25, 9:58 AM
Happiness and Engagement go hand in hand! Happy people are engaged people. Engaged people usually have a clear purpose, and a clear purpose gives sense to your work and make you happy ! You can't lead unhappy, unengaged people !
Scooped by David Hain
Scoop.it!

Disruptive HR

Disruptive HR | Organisation Development | Scoop.it
If you’re an HR professional worth your salt, you’ll know about the demands of a ‘VUCA’ [volatile, uncertain, complex and ambiguous] world, the knowledge economy, the rise of the millennials and the more globalised, networked economy. What you really need is some help figuring out what to do about it all.
Most of the HR professionals I know are worn out from being stretched too thin. They are worried about the capability and capacity of their teams to deliver the day job, and sick of having Google paraded as the only example of HR innovation. After all, they have just a small fraction of the multinational corporation’s budget at their disposal.
HR certainly doesn’t suffer from a lack of advice. Aside from the many academic articles and blogs, we’ve all been to conferences to listen in awe and disbelief as an HR director explains all about their latest initiative, knowing that change in HR rarely goes smoothly. How do we filter out the noise and identify what might really make the difference to our businesses in the future? 
David Hain's insight:

"To look at HR afresh, I propose using a model based on three basic principles: a new trust, the power of the individual and inherent disruption." ~ Lucy Adams

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Could Your Company Pass the Marshmallow Test? | LinkedIn

Could Your Company Pass the Marshmallow Test? | LinkedIn | Organisation Development | Scoop.it

The “marshmallow test,” as it became known, is now widely regarded as a workable gauge of a person’s ability to delay gratification, and an important marker for emotional maturity, which requires having the ability to control your impulses and master your desires. (To watch an adorable video of young children trying to resist the temptation of a perfectly good marshmallow sitting in front of them, click here.)


David Hain's insight:

Don Peppers riffs on organisation maturity, using marshmallows!

more...
No comment yet.
Rescooped by David Hain from Art of Hosting
Scoop.it!

Facilitation with organisational effect

Workshops, meetings and seminars drive momentum in a change project. Even more so, if they are facilitated skilfully. 

Workshops, meetings and seminars are held to create ownership of required changes – and ensure buy-in from managers, employees or customers. Most organisations involve a facilitator to make sure that this happens. 

To qualify as an excellent facilitator, you not only need to manage the meeting; you also need to help the group achieve specific results – without taking a stand or becoming involved in their practical work. The facilitator is the catalyst that drives the session to an effective result. This calls for an astute awareness of setting, purpose and the people involved.


Via F. Thunus
David Hain's insight:

Learn facilitation techniques for more effective meetings.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

The Magic Ingredient

The Magic Ingredient | Organisation Development | Scoop.it

I’ve been thinking a lot about this lately. About culture, and change management especially. I’ve been asking myself if there is a single thing that’s really important to capture, to ingrain within the organisation.

David Hain's insight:

In praise of fun, by @MrTonyDowling.

more...
No comment yet.
Rescooped by David Hain from Person-centred, Community-driven Practices
Scoop.it!

Principles and Glossary of Presencing | Theory U

Principles and Glossary of Presencing | Theory U | Organisation Development | Scoop.it
Principles and Glossary of Presencing | Theory U on Leadership & Management curated by JLAndrianarisoa

Via JLAndrianarisoa, Jeder Institute
more...
Philippe Vallat's curator insight, October 23, 3:24 AM

Important principle:

Energy follows attention. Wherever you place your attention, that is where the energy of the system will go. “Energy follows attention” means that we need to shift our attention from what we are trying to avoid to what we want to bring into reality.